Services

The world of Leadership Services can be fragmented and confusing. Talent strategists must increasingly consolidate intelligence from multiple sources. Whether they are engaging in Board succession planning, streamlining talent pools in a merger or acquisition, making difficult reorganisation decisions or enriching a leadership pipeline.

Amrop Carmichael Fisher defines Leadership Assessment as a structured, comprehensive and objective evaluation of current competences and future potential. It is related to a specific set of criteria, (position, role or managerial level), based on professional and documentable observations and measures.

Key Questions:

How to build consensus between stakeholders from dispersed geographies, cultures, divisions?

How to integrate Leadership Assessment into talent management architecture?

Is it better to partner with specialists, or deep generalists? Using which tools?

How to transform data into business insight?

Applications

Assessment of external candidates in the executive search process

Assessment of internal candidates for senior managerial positions

Assessment of senior managers and/or management team/s

Team development and succession planning

Consolidated Intelligence

Amrop Carmichael Fisher acts as Trusted Advisor for Growth Champions worldwide. Blending customisation with precision, we draw on a tried-and-tested range of Leadership Assessment approaches and tools, proposing, not imposing. We bring the consolidated intelligence to help organisations make decisions for a sustainable fit.

Your Business: We explore and connect your critical contextual dimensions. From your strategy and culture, to the needs of your candidates, internal and external.

Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.

Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the organisation.

Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.

A Bank of Tried and Tested Instruments

Based on over thousands of assessments, Amrop Carmichael Fisher has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop Carmichael Fisher-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.

Our Check Questions

Are measures, procedures and scores objective and standardised?

Are norms based on a representative sample?

Does the manual contain scientific data regarding quality and objectives?

Does a personality test yield a statistically similar profile if re-conducted under the same conditions?

All competencies must be measurable and linked to organisational strategy, addressing two leadership dimensions: business and personal/social

Minimum of one face-to-face, structured and standardised interview per participant

Verbal and written debriefing for both client and assessee

Assessors in the business dimension: a seasoned Executive Search consultant with demonstrable business acumen

Assessors in the personal/social dimension: a proven track record in business psychology or related fields.

As a Member of the Association of Executive Search and Leadership Consultants (AESC), Amrop Carmichael Fisher adheres to a strict code of ethics. This finds its ultimate expression in Leadership Assessment. And we go further. As a Trusted Advisor, sustainable candidate and client relationships act as your mutual guarantee.

We:

Disqualify: external candidates we propose, in favour of a more suitable internal candidate/s

Decline assessments: where motivation is questionable or lacks transparency

Decline tools: where validity is insufficiently demonstrated

Respect: the individual in all circumstances – including ‘out-boarding’